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Pan London Jobs Brokerage Network

Pan London Jobs Brokerage Network. Natasha Knight. Overview. The initiative arose from LEST and Just the Job Piloted by Tank and contract awarded to GLE in Jan 08 It is funded by the LDA until March 2010 Other key partners: Olympic Delivery Authority Job Centre Plus. Key aims of Network.

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Pan London Jobs Brokerage Network

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  1. Pan London Jobs Brokerage Network Natasha Knight

  2. Overview • The initiative arose from LEST and Just the Job • Piloted by Tank and contract awarded to GLE in Jan 08 • It is funded by the LDA until March 2010 • Other key partners: • Olympic Delivery Authority • Job Centre Plus

  3. Key aims of Network • Recruitment of Job brokerage organisations in London • Dissemination of job vacancies related to the 2012 Games • Programme of training for job brokers to improve service provision • A quality assurance framework • An opportunity for partnership working and to share information and good practice

  4. Open to any job brokerage organisation targeting Londoners • Job brokerage definition – helping people into employment outside of mainstream provision • 82 organisations recruited during pilot • Network Members now near to 100 – very wide ranging orgs • Recruitment push following Sept 08 launch • Target is 200 Members Recruitment of job brokerage organisations

  5. 2012 Games will lead to creation of up to 50,000 new jobs in the Lower Lea Valley area • Current jobs mainly construction but also in support sector such as catering, driving, security and office admin • 50% per cent of jobs on site are ‘trainable’ – NVQ levels 1 and 2 • Modern methods construction skills • Stringent ODA screening requirements – ‘green’ candidates • Forecasting and training links Vacancy dissemination

  6. Programme of training for Network members staff • Based on Tank research and diagnostic interviews • 5 workshops delivered so far • Future training programme being developed • Job Brokerage qualification being piloted by LDA Training for job brokers

  7. Recognition of good practice for funders, employers and key partners • Take account of existing quality marks (i.e. Matrix) • Link to individual diagnostics and actions stemming from them Quality Assurance framework

  8. Bringing together of organisations to: • share best practice • promote delivery partnerships • Engage employers • Lobby key partners and policy makers • Excellent response to this so far • Web-based social networking Partnership hub

  9. Check right to work in UK • Check whether the candidate is job ready • Verify skills and experiences • Construction Licenses (CSCS) • Security Screening • Approval of random searches and drugs and alcohol testing • 5 year history Candidate Screening Process

  10. Ensuring Quality Recruitment Processes • Diagnostic to assess capacity to meet the ODA’s requirements • Probationary target for organisations seeking to become “approved” members • Quality monitoring system to check the right candidates are being put forward • Training programme and quality assurance framework • Vacancy dissemination pilot to test above processes

  11. Further information about the Network and its role can be obtained by contacting: Natasha Knight Email: natasha.k@gle.co.uk Tel: 07739 592395 Further Information

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